Mental health at work

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harveyh
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Зарегистрирован: 26 апр 2022, 03:02

Mental health at work

Сообщение harveyh » 26 апр 2022, 17:33

Appropriate the best Employer's Mental Health Programs Approaches for your demands with our useful compendium.

One of the major stumbling blocks for many employees who are suffering from mental ill health is the stigma attached to admitting you are ill. It is an age-old problem and one that HR staff have to address. We will all be touched by mental ill health at some stage in our lives and some of us live with a mental health condition. Leaders and managers must build their levels of confidence around mental health issues to better include people with mental ill health in our teams, and to enable appropriate support of employees during illness and recovery. Organizations have a responsibility to support individuals with mental disorders in either continuing or returning to work. Research shows that unemployment, particularly long term unemployment, can have a detrimental impact on mental health. Hanging out with negative-minded people who do nothing but complain will only drag down your mood and outlook. If you have to work with a negative person, try to limit the amount of time you spend together. Approximately one in four people in the UK will experience a mental health problem each year, and in England, one in six people report experiencing a common mental health problem (such as anxiety and depression) in any given week. Employees may be affected directly or indirectly, if partners, dependants or other family members have poor mental health, which in turn impact on the employee’s own health. People can also be affected by friends’ and fellow employees’ experiences Not suggesting an improvement or alternative to a process may be because an employee is scared of speaking out.

Изображение

The case for creating mentally healthy workplaces is clear, and everyone has a role to play. Businesses with a positive workplace culture are more productive and profitable. They gain a reputation as great places to work, attracting and retaining top talent. Almost 6,000 people die by suicide in the UK each year but, until recently, it has been ignored as a workplace issue. Now, many organizations, business leaders and trade unions are speaking out. Their message is that suicide is not inevitable; it is preventable. By creating more open, supportive working environments we can all help to reduce the risk of death by suicide. Having an effective workplace wellness programme is a huge positive for professionals looking for new opportunities. Your work culture, intentionally or not, determines the unsaid rules that we need to play by around the disclosures of mental health or mental illness at work. For employers not investing in wellbeing initiatives, employers duty of care mental health can be a difficult notion to comprehend.

Employees Perform Better When They Feel Supported

The twin goals of increasing employee engagement and creating a mentally healthy workplace are interdependent. Fundamental to both is the need for strong leadership and a positive, transparent and clear organisational culture which values staff. Stigma reduction programs are considered to be systemic or organization-level programs that promote mental health awareness and seek to organizational stigma toward employees with mental health issues. Stigma programs appear to improve manager and employee knowledge and behavior, but the effect on attitudes is less positive. The future working world will be a diverse one, and mental health support will have to evolve to support these different working practices. It’s not enough for support to be purely in-person, for example, as many of us are more comfortable with the distance and relative anonymity of remote communication. Despite multiple “stress management” and individual support initiatives, psychosocial problems, including stress, are one of the main causes of absenteeism today. Indeed, in Europe, it is estimated that more than one in four workers suffer from stress and that stress accounts for over 50% of absenteeism in companies. This represented €20 billion in additional expenditure for the fifteen European Union countries in 2002. Evidence suggests that early intervention and prevention can have overall health and financial benefits. Employing positive mental health strategies, for example, can decrease health care claims and reduce morbidity by alleviating symptoms of depression, anxiety and stress. Communication that emphasizes that leadership cares about concepts such as workplace wellbeing support should be welcomed in the working environment.

Despite the fact that some companies still clearly foster environments where employees are afraid to ask for what they need, others have shifted to offering support for employees’ mental health and general well-being in recent years. In some parts of the world, the concept of mental health as we know it today either doesn’t exist, or if it does, has its own specific lens through which it has developed. The developments around mental illness, diagnosis and treatment largely took place in Westernized countries – including, but not limited to, the United States, Canada, Europe, Australia and New Zealand. And, these countries still pave the way today. Not flagging when progress is behind schedule can be because an employee is afraid of speaking out. Whether work is causing the health issue or aggravating it, employers have a legal responsibility to help their employees. Work-related mental health issues must to be assessed to measure the levels of risk to staff. Where a risk is identified, steps must be taken to remove it or reduce it as far as reasonably practicable. Managers need to be aware of mental health conditions and of health and well-being issues in the workplace. They need to be able to resolve problems as they arise, using the range of tools, guidance and expert advice available. Organisations can make sure their employee benefits package provides support for managing employees with mental health issues today.

Treating People As Individuals

Our experience at work contributes heavily to our thoughts, emotions, and feelings, which contributes to the quality of our overall mental wellbeing. Naturally, people who experience a toxic work environment have poor mental wellbeing, which translates to poor decision-making, communication, team work, leadership, and overall productivity. Most people who experience an episode of distress or mental ill health recover completely and can resume work successfully. Effective planning by the individual and the line manager will increase the likelihood of this happening, as will supporting and monitoring the individual during the early stages of their return. Many employers have hopped aboard the wellness bandwagon in the past decade or more, recognizing that they can play an influential role in helping employees curtail unhealthy behaviors that can lead to costly chronic conditions. Mental health issues run the gamut, from anxiety and depression to eating disorders and post-traumatic stress disorder. They can affect a person’s perceptions, thoughts, moods, and behaviors. In recent years we have seen an increase in mental health literacy in the general community. Considerable efforts have been made by organisations to educate and de-stigmatise the area of mental health. Despite these efforts, there is still some way to go and many myths and misunderstandings exist, particularly around the work capacity of people with mental health conditions. Discussing ideas such as workplace wellbeing ideas is good for the staff and the organisation as a whole.

An Employee Assistance Programme (EAP) is one of the most common workforce mental health interventions in the UK. But while most big businesses offer one of these, they often come under fire for being little more than a box-checking exercise. While it is a great step for organizations to offer trainings around mental health awareness, employees need to participate and learn in order to reap the benefits. Employees can also work to be more open-minded about the experiences and feelings of their coworkers and adopt behaviors that promote stress management and mental health. Many of us spend the majority of our waking hours at work, so it is important that our workplaces are mentally healthy. Not flagging a problem as soon as it's spotted may be because an employee is scared of speaking out. People can feel stressed when too few demands are made on them at work – when they are bored, under-stimulated or feel undervalued. Stress is not technically a medical condition, and most of us can cope with short bursts of stress, but research shows that prolonged stress is linked to mental health conditions such as anxiety and depression Don't forget to send out proper internal communications around how to manage an employee with anxiety in your organisation.

Mental Health Disorders

If you have a diverse and trusting work culture, an employee who is experiencing signs of mental ill health may be able to take the initiative and talk about this with you. However, some employees may feel unable to do this because they may not realise that they are unwell or they are worried about stigma and discrimination they may face. Those with a long-term mental health condition lose their jobs every year at around double the rate of those without a mental health condition, and at a much higher rate than those with a physical health condition – amounting to around 300,000 dropping out of the labour market annually. It is natural that people will worry from time-to-time about work. Perhaps they were hoping for a promotion, or there are rumours of redundancy. Things like this could act as a trigger and set in motion a chain of events that cause mental illness. You can discover further insights regarding Employer's Mental Health Programs Approaches in this Health and Safety Executive entry.

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nishaknapp02
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